A Better Way
Let RepRight find your next sales superstar!
Qualifying sales candidates can be a disjointed, long, and frustrating process. At RepRight, we take YOUR candidates (either already identified or through job boards), and use a standardized, proven process to single out the candidates most likely to become your next sales superstars – at both cost and time far less than traditional recruiting.
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Did You Know?
…studies since the early 1980s have shown that, when compared with other types of tests, unstructured interviews are one of the worst choices for accurately judging how well a particular person will do at a particular job.
-By Sarah Laskow Boston Globe Correspondent November 24, 2015
The impact of a bad salesperson can be huge. .. in percentage terms the negative effect of a failure is much higher for small sales forces than larger ones.
– David Pearce is the President of SalesTestOnline.com.
We will vet all candidates (up to 50) received for an individual campaign and identify the 3 candidates who are most likely to become your next superstar! Our pricing is based on a sales hiring campaign (not by individual candidate). That means if you have more than one candidate to hire, our vetting will help you identify the best candidates – you choose to hire any or all that you want for no additional RepRight cost.
Does the Better Way Program work with salaried or commissioned sales reps?
We can recruit, qualify, and vet candidates who are either salaried or commission based or both.
What if I need multiple candidates?
Our pricing is based per campaign, not per candidate. Up to 100 candidates for a single job description for a single location – we vet all of your candidates and rank appropriately. You interview and hire as many as you wish.
Will your results be better than mine?
In most cases, our results will be more structured and more consistent. Because we treat each candidate identically and ask each candidate the identical questions, you will be able to compare candidates equally. We find most small businesses struggle to provide this interviewing consistency because it is not their core competence.
Can’t I just do this myself?
Of course. It is simply a matter of time and resources. The bigger question is….WILL you do it yourself. Or will you revert to on-the-fly interviews and ‘hunch’ based decisions? Because you already know how those work out.
What if I don’t find a qualified candidate?
It happens. Sometimes you need to advertise in more than one place and with different advertisements. With RepRight, you are contracting out the vetting process. But we’ll sure do our best to identify all the great talent that applies.
Did You Know?
$4,000 is the average amount U.S. companies spend to fill an open position. (If NOT working with a recruiter).
(Talent Acquisition Factbook 2015, Bersin by Deloitte, April 2015)
Average of 52 days to fill an open position, up from 48 in 2011
WhatWorksÂ® Brief, Talent Acquisition Factbook 2015: Benchmarks and Trends in Spending, Staffing, and Key Recruiting Metrics